Jobs Kenya

Company Address: Address kenya

  • Officer, Security Banker, Universal, Busia & Meru Manager, Programme Manager, Business Manager Information Technology Audit, Internal Audit Manager, Business – Foundation Manager, Programme – Foundation

    Officer, Security Banker, Universal, Busia & Meru Manager, Programme Manager, Business Manager Information Technology Audit, Internal Audit Manager, Business – Foundation Manager, Programme – Foundation

    Job Purpose 

    The Officer Physical Security and Safety provide leadership and coordination for the Bank’s security operations. Improve the efficiency and effectiveness of security operations security across the Bank with the objective of influencing sustainable operations in line with Standard Bank Group security standards. The role holder will also assist the line manager to provide strategic oversight and risk management for the security function.

    Key Deliverables 

    Key Dimensions of the Job

    Security Operations
    Physical security (business, employees, customers, vendors(guards))
    Electronic security channels
    Internal and external stakeholder management
    Project management
    Risk management
    Operations support management.
    Occupational Health Security and Safety (OHS)
    Processes and procedures
    Cost Management
    Security Asset Management

    Risk management

    Assist in engaging business to formulate and all rounded Security & OHS policy rollout and seek compliance of the laid down policy and regulation for all PORs.
    Monitor asset movement by verification and final approval of such movements.
    Identify risks affecting the security function within overall group security framework.
    Seek compliance based on risk matrix, staff awareness and education, security scoring and controls by ensuring that correct systems and procedures are implemented to reduce this risk.
    Support to ensure security systems operate optimally.
    Ensure that routine checklists are actioned to ensure their adequacy and effectiveness.
    Action risk assurance and audit findings within agreed time frames.

    People Management

    manage direct reports, and ensure deliverables are achieved .
    Contribute to development/maintain plans for direct reports.
    Support in tracking performance agreements for the security function.
    Assist to oversight the overall Bank Security function with direct responsibility for Head office buildings and HSS compliance in PORs.

    Process and Procedures.

    Track and monitor documentation, standardization, implementation and continuous improvement of country security operations processes and procedures.
    Continuous evaluation of operational security efficiencies and incorporation of best practice.

    Occupational Safety and Security

    Assist to ensure all business units are adequately and appropriately secured by means of alarms, guards where necessary, bullet proof glass, access restriction devices, CCTV, etc.
    Check that all security systems are functional and are regularly tested.
    Support to ensure compliance with both Group and local Occupational Health and Safety legislation.
    Assist to oversee and conduct investigations for all incidents for reporting to Directorate of Occupational Health.

    Qualifications

    Skills and knowledge

    Knowledge and understanding of the policies and procedures of the bank.
    A very good understanding of banking principles, procedures, processes, service, and products.
    Basic knowledge of Operations principles
    Sound and technical knowledge of operational systems.

    Education Level

    Degree holder in security management from a recognized University.

    Professional Qualifications

    Professional Security Certification 

    Experience

    2-3 years substantial in bank security operations.

    Additional Information

    Behavioral Competencies:

    Articulating Information
    Checking Details
    Developing Expertise
    Following Procedures
    Interacting with People
    Interpreting Data
    Managing Tasks
    Meeting Timescales
    Providing Insights
    Taking Action
    Team Working
    Upholding Standards

    Technical Competencies:

    Asset Management
    Asset Security
    Financial Acumen
    Financial and Accounting Control
    IT Procurement and Asset Management
    Quality Control

    go to method of application »

    Use the link(s) below to apply on company website.  

    Apply via :

  • Programme Manager

    Programme Manager

    The Position

    In line with its mission to reach and support vulnerable communities and low-income populations, World Diabetes Foundation (WDF) has invested substantially over the past two decades in partnerships with health authorities and stakeholders in sub-Saharan Africa given the high prevalence of diabetes and other NCDs and the often-limited access to care. In parallel with the growing project portfolio in Africa WDF has in recent year launched a programme focusing on integration of type 1 diabetes into health systems with a specific focus on strengthening of care to children with type 1 diabetes. The programme is part of the Novo Nordisk-led programme Changing Diabetes in Children (CDiC) and is implemented across eight countries in East and Southern Africa and the Middle East. In these eight countries the projects are implemented by partners and government actors as part of larger NCD responses also supported by WDF.

    As a Programme Manager your responsibilities will be:

    In coordination with the WDF Senior Programme Manager manage and coordinate the WDF programmes and engagement focused on type 1 diabetes in the Africa region and engage with country partners, Novo Nordisk representatives and other relevant international stakeholders within the field of type 1 diabetes, while also expanding WDF’s stakeholder network on a continuous basis as appropriate. The role will include regular travel to partner countries.
    Be the daily responsible for monitoring of WDF-funded project partnerships and programmes in 3-4 countries in the African region. The monitoring will follow WDF’s standard operating procedures and also include field visits, stakeholder meetings, etc., as deemed relevant, as requested by partners, and as requested from WDF headquarters.
    Prepare reports, advocacy, communication, and other formats of content, related to WDF-funded partnerships in the countries of responsibility and in particular in relation to type 1 diabetes, and pursue opportunities for profiling of WDF. The incumbent will be engaged with organising stakeholder visits from WDF and from WDF’s donors.

    Qualifications

    The preferred candidate is Kenyan national or a national from one of the Eastern Africa Community member states and with a track record of employment with e.g. national health authorities or public health institutions, NGO’s working in Africa, or, international development agencies. The candidate would be expected to possess excellent writing and communication skills and be able to synthesise, analyse and communicate complex and comprehensive data. Experience on type 1 diabetes and a network within this area is an asset.

    You are our ideal candidate if you:

    Hold an academic degree at master’s level within a field of relevance (e.g. public health/international health, political science/social science, development studies or related
    Minimum of six years of relevant professional experience
    Have full professional proficiency in English. Additional language proficiency in French considered an asset.

    Apply via :

    ordisk.com

  • Special, Global Markets Digital

    Special, Global Markets Digital

    Job Purpose:

    To provide specialist service across segments, to maximize GM revenue and achieve high client service quality in line with the Global Markets strategy and within the defined risk parameters and regulatory requirements.

    Requirements:

    Support in development and implementation of digital strategies as driven by customer and value chain initiatives.
    Support in the conceptualization and development of new Channel products within each CVP (Customer Value Proposition).
    Driving channel performance and growth, adoption, and Usage.
    Identification of new revenue streams for channels and closure of all revenue attrition – existing and potential.
    Interface with key stakeholders including Information Technology, Operations, Training, Distribution and Marketing to ensure objectives are met.
    Manage the successful delivery and integration of alternative channels, both physical and digital distribution.
    Provision and analysis of effective management information.
    Continuous review of channels to ensure that it reflects the target market and supports business goals
    Review of Channels applications and onboard processes to ensure that it reflects the target market
    Deep understanding of the Channels continuum across segments – entry products, core products, secondary/cross sell products, product, and channel migrations,
    Responsible for increasing Channel knowledge amongst Sales and Frontline Teams which includes training solutions & sales tools.
    Any other duties as agreed with management

    Qualifications

    Minimum Qualifications

    Type of Qualification: First Degree
    Field of Study: Business Commerce/Computer Science
    Type of Qualification: First Degree
    Field of Study: Finance and Accounting

    Experience Required

    Macro Generic

    Global Markets Client Experience
    1-2 years
    Strong knowledge of relevant asset classes, products and services, client sectors, market trends and competitor awareness in the region, in addition to the risk and regulatory environment. Deep understanding in specialist area.
    3-4 years
    Good knowledge and experience of digital transformation and CRM platforms and capabilities along with working insights within the technology environment, with domain expertise from a channel and platform perspective. Good understanding of products and channel capabilities within Financial Services, acquired through experience in a client facing role such as in Operations, Services or Client Experience.

    Additional Information

    Behavioral Competencies:

    Challenging Ideas
    Developing Expertise
    Embracing Change
    Following Procedures
    Generating Ideas
    Interpreting Data
    Inviting Feedback
    Making Decisions
    Producing Output
    Showing Composure
    Team Working
    Upholding Standards

    Technical Competencies:

    Client Retention
    Continuous Improvement
    Customer Understanding (Business Banking)
    Data Driven Digital Marketing
    International Market Knowledge
    Product Knowledge (Business Banking)

    Apply via :

    www.standardbank.com

  • Head, Affluent Clients & WI

    Head, Affluent Clients & WI

    Job Purpose 
    To implement, enable, scale, entrench, engage and commercialize the Affluent Clients segment value proposition/s and life journeys in country in collaboration with other Segments, Client Solutions, digital and eCommerce, Engineering and country stakeholders through the client engagement platforms.
    Key Deliverables 

    Accountable for risk management and adherence to all governance standards for the continued sustainability of the segment in country.
    Accountable for successful delivery of segment client experiences, client growth and financials.
    Accountable for the achievement of the segment financial and non-financial metrics (e.g. client attrition, profit growth and return on investment, etc.) in line with CHNW Clients, country requirements in close collaboration with country, other segment heads, digital and eCommerce and Client Solutions.
    Adhere to various domain guidelines.
    Conduct client sensing in order to improve understanding of client needs.
    Deliver SBG and 3rd party products and services to the Affluent client segment through a client centric platform.
    Demonstrate leader-led direction and behaviours to enable successful transformation of the affluent segment into the new business model.
    Develop appropriate recovery and resolution plans to protect the Affluent segment from any untoward event.
    Develop client risk appetite based on the defined framework which is signed off by CHNW, country in conjunction with Risk.
    Drive and entrench a consistent client experience through all engagement platforms.
    Drive multi-product client experiences to address life events, distributed through client engagement platforms.
    Ensure alignment to the People and Culture standards with regards to all employee-related matters.
    Ensure satisfactory audits and ensures that there are no repeat unsatisfactory findings as gauged by operational losses.
    Ensure that remedial actions are defined and implemented in collaboration with country, other segment heads and Client Solutions.
    Follow the parameters of the key trade off decisions at client level (i.e. risk appetite, pricing etc.).
    Identify current and potential employee skill requirements in consultation with the People and Culture function.
    Implement and monitor risk management across the segment (e.g., operational risk, credit risk, ecosystems risk and partner risk management).
    Implement the client value proposition in country with approved customisations.
    Inspire the team to deliver on the Group’s shared purpose and instilling a culture which enables the Group to evolve into a client led platform organization.
    Lead and execute the Affluent segment value proposition, related toolbox(es) and client journeys in country and customizes accordingly.
    Leverage client analytics and data to inform changes in the value proposition, priorities and building of client relationships.
    Maintain alignment with other segment heads in order to ensure client value proposition delivery and reduction of duplication across segments.
    Make client level pricing and risk decisions within framework and joint decision making on goals and objectives for multifunctional squads within Client Coverage province.
    Partner with Client Solutions and 3rd Party partners and ecosystems for the delivery of integrated multi-products and services for the client.
    Provide input into talent strategy developed by People and Culture.
    Provide input into the overall segment value proposition and related toolbox(es).
    Set the example and lead the team in line with the Group’s leadership identity, core values and People Promise.
    Set the example in line with the Group’s leadership identity, core values and People Promise.
    Stay abreast of market and competitive developments in order to provide input to innovative and value-added services to gain market share.
    Track and report on adoption of the strategy and provides feedback to various domains and capabilities (including at client level).

    Qualifications
    Minimum Qualifications

    Type of Qualification: First Degree
    Field of Study: Business Commerce

    Experience Required
    Affluent Clients

    Personal and Private Banking
    10 -12 years
    Experience in leading, integrating and delivering client sales and service within the Private Banking context. Experience in preparing and motivating credit applications is essential for arbitration processes. Experience in budgeting, forecasting, cost control and sales management is essential. Experience with banking / financial industry products and services.
    Experience in developing, designing and enabling segment value propositions.
    Strong understanding of digital, open banking and platform integrations.

    Additional Information
    Behavioral Competencies:

    Adopting Practical Approaches
    Articulating Information
    Convincing People
    Developing Expertise
    Directing People
    Embracing Change
    Interacting with People
    Inviting Feedback
    Making Decisions
    Producing Output
    Resolving Conflict
    Understanding People

    Technical Competencies:

    Business Acumen (P&C)
    Financial Acumen
    People Strategy Development
    Product Knowledge (Consumer Banking)
    Risk Identification
    Risk Management

    Apply via :

    www.standardbank.com

  • IT End User, Workplace & Site Experience

    IT End User, Workplace & Site Experience

    The Position
    End User, Workplace & Site Experience Specialist
    If you want to work for a company that makes a difference to people’s lives all over the world, consider Roche. You’re someone who wants to influence your own development. You’re looking for a company where you have the opportunity to pursue your interests across functions and geographies. Where a job title is not considered the final definition of who you are, but the starting point, you will manage the Second IT Support level (Onsite User Services), with wealth of IT knowledge and experience to exhibit intellectual curiosity and integrity and have strong passion to bring value-adding technology and mindset to the business.
    What you’ll be working on:
    Operations:

    Monitors and keeps the service level agreed with the business, for Onsite support (Incidents and Requests fulfilments, according to ITIL best practices).
    Reaches top ratings on customer satisfaction for End-User Services, Ensures that end users and Local management are satisfied with IT support and services received
    Supports the timely implementation of Global/Regional IT  initiatives at the site
    Management experience with a proven track record of running high performing environments, and professional experience in the area of operational IT services in multiple fields of technical experience.
    Provide support & guidance for onsite services (e.g. events and meetings). Drive the user experience and promote best practice.
    Interfaces with and supports the IT Areas with infrastructure strategy and activities
    Provides Local, Regional and Global support for IT projects
    Ensures the timely implementation of Global/Regional/Local initiatives and IT projects.
    Proposes opportunities to optimise our service delivery using Global guidelines as a reference.
    Supporting incident and request management and measuring performance against agreed SLA’s.
    Managing service providers and vendors that we use to deliver services, including contract management and service reviews.
    Lead and deliver global/local network infrastructure, telephony, workplace, client hardware and employee experience projects and deployments, including the measuring of success and adoption of these solutions.
    Managing and maintaining the hardware inventory end to end process. 

    Collaboration:

    You will be working as part of an agile team with whom you need to be focused on creating great employee experiences in the way our colleagues interact everyday with innovative technology and digital services in our workplace.
    Lead and support Business Continuity activities.
    Partnering with key business stakeholders, analysing business requirements and choosing solutions to our challenges, deploying solutions and contributing to the marketing and change management campaigns to ensure high adoption of these new solutions.

    Communication:

    Develop and execute proper communication strategies of the IT services and projects.
    proactive in coordinating with IT Areas for communications to be sent to the end users
    build up a communication pathway across the squad product teams, ensure the messages coming from the squad and product teams are consistent across all communication channels and reviews the communications prior sending them to the business colleagues.

    Adoption:

    Create a great IT experience to make the business most efficient in using our latest Collaboration Suite ecosystem in line with our agile principles.
    ensures onboarding Roche new hire’s readiness so that they gain the most possible value out of the Roche IT Products.

    Policies and procedures:

    Follows defined working processes and standards in the execution of daily duties.
    Ensures compliance to Global standards at a Local level.
    Constantly evaluates actual needs and reflects them in the forecast events.

    This challenging role requires the following qualification & experience:

    Must have BA or BS degree in Computer Science, Engineering or related discipline or recognition of prior working experience which is equivalent. 
    3 to 5 years’ experience in providing onsite and/or remote technical support to end users in PC and Mac environments with experience across multiple domains. 
    Experience with a proven track record of running high performing environments, and professional experience in the area of operational IT services in multiple fields of technical experience.
    Understanding of Roche-supported operating systems, devices and applications,  including the Google Suite of Applications, MS Office, etc. would be an advantage.
    Knowledge of network concepts (e.g., TCPIP, Windows/Mac Networking, Wireless,  Ethernet). 
    Must have a good understanding of web conferencing and mobile technologies, and an  understanding of audio-visual equipment as it relates to PC/Mac platforms. 
    Experience with the Service Now ticketing system and troubleshooting hardware /software /mobile devices. 
    Excellent working knowledge of the ITIL Incident Management processes in an IT  service delivery environment. 

    This challenging role requires the following skill set: 

    Must be highly accountable and results-oriented. Persistence, resourcefulness, drive  and ability to work proactively. Must have outstanding customer service & interpersonal  skills and have the ability to work in a team environment or independently. 
    Must be able to provide resolutions to a variety of technical problems of moderate scope  and complexity. 
    Must be able to communicate clearly with technical and non-technical audiences, both  verbally and written. 
    Must have strong organisational and multitasking skills, along with the ability to  prioritise tasks among many competing requests. 
    proactiveness, can-do attitude  (always have a solution to every problem), swiftness in response and agility to the vast changes of market dynamics.
    Willingness to help and share experience demonstrates the right mindset to collaborate across affiliates and is a great example of the networked ways of working that we all at Roche aspire to.
     high sense of responsibility, accountability and a sense of belonging
    Customer centricity, strategic agility skills.
    SCRUM Master certification is preferred.
    Innovative and creative problem solver highly accountable, agile and with an outcome-oriented mindset. 
    Good interpersonal communication skills, organisational and time management skills, demonstrates a high aptitude for learning
    Has good networking skills, builds strong relationships with people both in the direct team and wider organisation and enjoys working as part of highly collaborative teams.
    Can influence decisions within areas of expertise and able to presents technical solutions or issues to management & project teams in non technical language
    Can lead Onsite Service implementation projects and engaged with colleagues as part of implementation teams
    Lead and contribute to operational and infrastructure projects across sites by working with Roche colleagues and external suppliers and vendors. Be confident in managing suppliers and holding them to account for project and service delivery
    Has strong IT Service Management capabilities and can identify and drive continuous improvement initiatives in the services and technology solutions we use
    Flexible to work outside of normal working hours and prepared to undertake occasional international travel.
    Customer-centric mindset, proactively understand the customer, anticipate their needs and meet their expectations.

    Apply via :

    careers.roche.com

  • Project Assistant

    Project Assistant

    Responsibilities
    Under the supervision of the Managing Director the incumbent will be responsible for the following duties;
    General Administration

    Provide administrative support to ensure efficient operation of the office;
    Schedule meetings and manage information flow to partners seeking information about the organization;
    Carry out administrative duties including minute taking, filing, report writing;
    Organizing and ensuring the Director and Deputy are well prepared for meetings.
    Assigning and scheduling administrative assignments and expediting administrative process;
    Make travel arrangements for staff – this includes travel, visas and accommodation as necessary.;
    Ensure smooth operation of equipment through preventative maintenance, maintaining equipment inventories and evaluating new equipment and techniques;
    Manage information flow and draft routine personalized correspondences;
    Compile office expenses and prepare monthly or quarterly reports.

    Human Resource

    Enter, maintain and certify administrative data and records in electronic information systems;
    Provide advice and guidance to staff with respect to administrative procedures, processes and practices, liaising with the leadership team as necessary;

    Academic Qualifications

    Currently pursuing or obtained a bachelor’s degree in secretarial studies, International Relations, or other course that gives one qualifications of a certified administrative professional;
    Training in IT and computer technology;
    Training on formal communication and writing will be an added advantage;

    Technical skills and abilities

    Excellent interpersonal skills and ability to work successfully as part of a diverse team.
    Excellent creativity and high-quality writing skills.
    Proficiency in MS Office Knowledge, accounting software, database management.
    Possess the relevant technology and IT skills including scheduling prioritization software, presentation software, graphics software, email, use of spreadsheets among others.
    Ability to analyze information and make rational decisions.
    High efficiency and professional conduct.
    Capacity to work in a high paced environment.
    Ability to multi-task without compromising the quality of processes and outputs.
    Possess good grammar and ability to express him/herself in written and spoken English language.
    Maintains discretion and confidentiality.
    Exhibits polite and professional communication.
    Ability to work independently with minimum supervision

    Applications from interested parties should be submitted with the subject line: “Program Assistant Opportunity” by Monday 22nd January 2024 to recruitment@wmgconsultants.org. Submissions must includeWe encourage individuals of diverse backgrounds to apply. The position will be on a long-term basis at a competitive market rate in line with the level of skill and experience that he/she/they possess.

    Apply via :

    recruitment@wmgconsultants.org

  • Assistant, Relationship Manager

    Assistant, Relationship Manager

    Job Purpose
    To support the Relationship Manager with the day-to-day administrative (portfolio management), sales, operational functions for an allocated Growth portfolio. To ensure that all compliance requirements within the portfolio are met and act as a central office-bound contact point for the client, providing sales and service fulfilment aligned to segment targets. To proactively promote a deep relationship-based offering related initiatives and activities aimed at creating value for the client and the bank (i.e. optimizing client experience, building deep relationships and create profitability for the bank).
    Key Deliverables 

    Actively ensure that customers are migrated to the correct sub-segment, as per the Value Propositions where appropriate. Effectively attend to and monitor customer complaints on portfolio, identify root causes and address at source, to prevent recurrence.
    Advise customers on simplex lending product selection, by recommending products to meet their specific needs.
    Analyse clients’ financial behaviours and accounts to match their needs with products that will result in greater value for the client and increased revenue for the bank. Be analytical in approach, and weighing up longer-term benefits and risks.
    Assist with credit applications effectively, focusing on high quality motivations.
    Assist with proactively e-mail new product information to all customers.
    Assist with related queries where possible and facilitate when specialist advice is required by referring to Business Banking or CIB.
    Coach and assist team members on the required behaviours to support Customer 1st tool.
    Drive and manage adoption and usage of various digital applications in order to grow digital banking.
    Educate customer on alternative digital channels through this achieve the average revenue per client (i.e., revenue recoveries and revenue leakage).
    Ensure a deep understanding of the client requirements through regular value-adding interactions with clients.
    Ensure Code of Banking Practice is adhered to. Ensure effective customer relationship management (CRM) and lead generation system, as a lead, query and complaint management tool.
    Ensure proper record keeping in terms of Financial Advisory and Intermediary Services Act as well as the Financial Intelligence Centre Act requirements.
    Ensure successful retention of existing customers in assigned portfolio by strengthening and expanding relationships. This is achieved by intimately understanding the customer, servicing the customer’s business and personal financial needs and focusing on the management of key accounts.
    Ensure that procedures laid down in Group Reference Guide are adhered to and, where flexibility needs to be exercised, that the necessary dispensation is held.
    Establish a sound working relationship with Credit, to ensure prompt turnaround times, accuracy and deadlines are strictly adhered to.
    Establish and build one-on-one relationships with customers, based on mutual respect, in assigned portfolio by delivering the expected level of service, specifically focusing on a pro-active contact (calling) strategy and programme.
    Have oversight and control of Dedicated Pool Vehicles (DPVs) and Pool Vehicles, including monthly reporting.
    Interact and build relationships with Business Banking Account Executive’s and (CIB) Corporate and Investment Banking Relationship Managers, in order to provide a seamless solution to the client’s banking requirements.
    Join and support business organisation that will assist in the acquisition of appropriate customers.
    Maintain information on Security and access control system (SACS) for the relevant private banking suite as per Portfolio down procedure.
    Manage and assist with the timeous completion of annual credit reviews on the portfolio.
    Manage the Cost of Sales through evaluation of margins, cost of service and utilisation of the multi-channel delivery strategies, such as actively managing customer migration onto electronic banking channels. Manage customer migration between segments and sub-segments of Private Banking.
    Manage worklist queues to ensure items are actioned within agreed timelines, and/or re-assign staff to different queues to ensure work completed within agreed timelines.
    Maximize bank profitability and ensure value add to customers through cross-selling specifically focusing on wealth and lending opportunities. Manage through use of contribution reports.
    Measure, track and manage sales targets and budgets for portfolio.
    Restructure debt for efficiencies through debt consolidation, thereby bringing a customer’s asset base under one roof.Qualifications

    Minimum Qualifications

    Type of Qualification: First Degree
    Field of Study: Finance & Accounting 

    Experience Required

    3-4 years in Branch banking experience, with exposure to universal banking, BDC/Forex, credit and overall client service.

    Additional Information
    Behavioral Competencies:

    Adopting Practical Approaches
    Articulating Information
    Checking Details
    Developing Expertise
    Embracing Change
    Exploring Possibilities
    Following Procedures
    Interpreting Data
    Meeting Timescales
    Producing Output
    Team Working
    Upholding Standards

    Technical Competencies:

    Account Opening & Maintenance
    Evaluating Risk Management Effectiveness
    Financial Acumen
    Product and Services Knowledge
    Product Related Systems (Business Banking)
    Risk Awareness
    Risk Identification

    Apply via :

    www.standardbank.com

  • Head, Affluent Clients & WI Manager, Personalisation Manager, Digital Adoption

    Head, Affluent Clients & WI Manager, Personalisation Manager, Digital Adoption

    Job Purpose 
    To implement, enable, scale, entrench, engage and commercialize the Affluent Clients segment value proposition/s and life journeys in country in collaboration with other Segments, Client Solutions, digital and eCommerce, Engineering and country stakeholders through the client engagement platforms.
    Key Deliverables 

    Accountable for risk management and adherence to all governance standards for the continued sustainability of the segment in country.
    Accountable for successful delivery of segment client experiences, client growth and financials.
    Accountable for the achievement of the segment financial and non-financial metrics (e.g. client attrition, profit growth and return on investment, etc.) in line with CHNW Clients, country requirements in close collaboration with country, other segment heads, digital and eCommerce and Client Solutions.
    Adhere to various domain guidelines.
    Conduct client sensing in order to improve understanding of client needs.
    Deliver SBG and 3rd party products and services to the Affluent client segment through a client centric platform.
    Demonstrate leader-led direction and behaviours to enable successful transformation of the affluent segment into the new business model.
    Develop appropriate recovery and resolution plans to protect the Affluent segment from any untoward event.
    Develop client risk appetite based on the defined framework which is signed off by CHNW, country in conjunction with Risk.
    Drive and entrench a consistent client experience through all engagement platforms.
    Drive multi-product client experiences to address life events, distributed through client engagement platforms.
    Ensure alignment to the People and Culture standards with regards to all employee-related matters.
    Ensure satisfactory audits and ensures that there are no repeat unsatisfactory findings as gauged by operational losses.
    Ensure that remedial actions are defined and implemented in collaboration with country, other segment heads and Client Solutions.
    Follow the parameters of the key trade off decisions at client level (i.e. risk appetite, pricing etc.).
    Identify current and potential employee skill requirements in consultation with the People and Culture function.
    Implement and monitor risk management across the segment (e.g., operational risk, credit risk, ecosystems risk and partner risk management).
    Implement the client value proposition in country with approved customisations.
    Inspire the team to deliver on the Group’s shared purpose and instilling a culture which enables the Group to evolve into a client led platform organization.
    Lead and execute the Affluent segment value proposition, related toolbox(es) and client journeys in country and customizes accordingly.
    Leverage client analytics and data to inform changes in the value proposition, priorities and building of client relationships.
    Maintain alignment with other segment heads in order to ensure client value proposition delivery and reduction of duplication across segments.
    Make client level pricing and risk decisions within framework and joint decision making on goals and objectives for multifunctional squads within Client Coverage province.
    Partner with Client Solutions and 3rd Party partners and ecosystems for the delivery of integrated multi-products and services for the client.
    Provide input into talent strategy developed by People and Culture.
    Provide input into the overall segment value proposition and related toolbox(es).
    Set the example and lead the team in line with the Group’s leadership identity, core values and People Promise.
    Set the example in line with the Group’s leadership identity, core values and People Promise.
    Stay abreast of market and competitive developments in order to provide input to innovative and value-added services to gain market share.
    Track and report on adoption of the strategy and provides feedback to various domains and capabilities (including at client level).

    Qualifications
    Minimum Qualifications

    Type of Qualification: First Degree
    Field of Study: Business Commerce

    Experience Required
    Affluent Clients

    Personal and Private Banking
    10 -12 years
    Experience in leading, integrating and delivering client sales and service within the Private Banking context. Experience in preparing and motivating credit applications is essential for arbitration processes. Experience in budgeting, forecasting, cost control and sales management is essential. Experience with banking / financial industry products and services.
    Experience in developing, designing and enabling segment value propositions.

    Strong understanding of digital, open banking and platform integrations.
    Additional Information
    Behavioral Competencies:

    Adopting Practical Approaches
    Articulating Information
    Convincing People
    Developing Expertise
    Directing People
    Embracing Change
    Interacting with People
    Inviting Feedback
    Making Decisions
    Producing Output
    Resolving Conflict
    Understanding People

    Technical Competencies:

    Business Acumen (P&C)
    Financial Acumen
    People Strategy Development
    Product Knowledge (Consumer Banking)
    Risk Identification
    Risk Management

    go to method of application »

    Use the link(s) below to apply on company website.  

    Apply via :

  • Business Partner Consultant, People & Culture

    Business Partner Consultant, People & Culture

    Job Purpose 
    To drive the achievement of business unit objectives and overall Bank’s objectives through the implementation of the People & Culture Resources strategy, policies and practices.
    Key Responsibilities
    Guide workforce and organizational planning

    •Support line managers to link their people plans to the overall business plan on an measures* annual basis. Contribute to improvements required in the plans if gaps are identified.
    Contribute to the development of the annual staff cost budgets by providing advice on market pay and anticipated workforce changes. Assess and coordinate manpower requirements of the business, and work with managers for viable solutions.
    Extract organisation management reports from the SAP system if needed.
    Review appropriateness of job contents with line managers and job family owners for all new and updated job descriptions, prior to submitting for job evaluation and publication. Educate line managers on the value of proper job design. When required, complete job analysis and design or request the Group Organisation Effectiveness team to support when there are projects to address job allocations in the business area. Ensure that the rest of the People & Culture team in the business area are informed of the changes.
    Ensure that structural changes are checked and updated monthly on the SAP system including reporting line changes, new joiners and vacancies.
    Succession planning to ensure Business continuity.

    Ensure that the business area is appropriately resourced

    Proactively identify gaps and create improvement plans with support from resourcing and learning teams. In business areas where the functionality exists, work with workforce planning or productivity managers to ensure that People & Culture governance is adhered to.
    Approve requests for replacement vacancies as part of the quarterly workforce planning reviews. Assist in managing the headcount budget in partnership with finance.
    Support the efforts of the resourcing teams to define the business demand for recruitment for each quarter.
    As part of engaging with employees across the business, identify potential opportunities for employees to move to other areas and arrange interaction with resourcing teams where appropriate.
    Participate in interviews for graduates on request.
    For non-permanent resources that are contracted through payroll, review and approve the terms of the contracts prior to distribution to the candidate.
    Review requests for non-permanent resources and challenge line on the appropriateness of appointing non-permanent giving consideration to duration of the work, rates, skills levels and labour regulations governing non-permanent appointments.
    Participate in the selection and contract negotiation process for fixed term contractors.
    Participate in the orientation process held in the business by meeting new starters during their first week and position the offerings from People & Culture. Business partners are responsible for arranging introductions to key business stakeholders.
    Conduct exit interviews for junior and middle managers who have resigned as well as a sample of other employees. Compile analysis of the results of the exit interviews and share with the Head of People & Culture if any concerns are flagged.
    Drive succession plans for critical roles. Review the completeness of the plans and highlight gaps to the business heads. Actively participate in the development actions of identified successors.

    Advise line managers on employee engagement, performance management, talent management and reward and capability build

    Participate in the on boarding of new resources. 
    Act as a champion of self service by explaining the functionality available to employees and line and managers and helping them to navigate through transactions where needed.
    Off board resources by setting up and conducting exit interviews for general staff, team leaders and line managers. Consolidate the exit interview feedback for review.
    Ensure that line managers have a thorough understanding of the People & Culture processes and procedures that need to be followed to manage and govern activities in their teams.
    Continuously engage with employees and line managers in the business unit to determine the level of engagement. Identify areas of concern and address with the business unit’s leadership.
    Advise line managers on effective goal setting for their employees. Review a sample of performance contracts during each performance cycle with a focus on those prepared by new line managers. Provide feedback to line managers on areas for improvement. Facilitate goal setting sessions where required.
    Coordinate and preside over performance moderation exercises. Advise line on the appropriate performance distribution given their business unit performance.
    Track all employees on performance improvement plans and monitor closure/exit. Monitor the performance improvement process and ensure that governance and documentation standards are adhered to.
    Review overall pay levels for the business unit against market information and incorporate trends identified during recruitment. Highlight gaps or concerns to the Head People & Culture for consideration when determining the remuneration plans for the following year.
    Review requests for interim increases against the policy requirements. Make recommendations for approval and facilitate the process between line and Reward.
    Review remuneration matching by comparing the job market match to the individuals and highlighting areas that require correction to the Reward teams. Analyse pay data against market information to make recommendations to line managers where significant adjustments are required.
    Manage the process of distribution of the increase and bonus pools. Monitor spend and allocation of funds. Ensure that the remuneration cycle is managed as a project within the timelines defined by the Reward team.
    Drive the reward moderation process by advising the business unit leadership on the moderation principles and guiding the conversations in the moderation meetings.
    Ensure that fair and consistent standards and guidelines are applied.
    Explain the recognition programmes together with the opportunities to drive employee engagement and retention to line managers. Act as a champion for driving nominations.
    Drive the process of identifying middle management and professional level talent. Engage with the talent team to drive talent validation processes. Advise the business unit leadership on the thought processes around talent identification and development. Participate in the creation and monitoring of development plans for identified talent.
    Create a 1 to 2 year view of the skills development needs in the business area with support from Learning and Development. Help line managers understand the importance of development activities together with any local regulatory requirements around training. Provide input into the business area’s skills development plans.
    Participate in the development of career maps and learning pathways for job families that are unique to the business area. Coach line managers on how to have career discussions with their teams.
    Monitor the business area’s adherence to mandatory compliance training requirements. Drive the understanding of the importance of completing the training within the regulated timelines.
    Facilitate employee relations by driving the formal processes related to standard or non-complex Disciplinary enquiries.
    Advising the Business Partner on the opportunities for improvement of employee relations.
    Interpretation of the local labour law to assess policy compliance
    Attend to employee grievances as well as disciplinary issues.

    Ensure that line managers are aware of People & Culture services and governance standards

    Ensure a thorough understanding of all People & Culture processes and policies. Guide line managers across the business on how to interpret and apply the requirements and what the business benefits are of doing so.
    Proactively brief line managers at the start of major events in People & Culture calendar (for example when the annual remuneration process starts).
    Participate in the group-wide designs of People & Culture solutions and process improvements as business representatives on request.
    Act as the change champion for improvements in People & Culture processes and systems by explaining the benefits to line managers. Call on support from the group teams in the change management process if needed.
    Engage with line managers to determine which people metrics they require for decision making. Aggregate and consolidate the demands and feed into the business intelligence team.
    Conduct detailed trend analysis on metrics and indicators to create a proactive view of emerging risks in the business area. Provide a summary view to the business together with potential mitigation plans.
    Ensure that change requests are logged for any changes to be affected.
    Ensure a personal deep understanding of the capability that exists on the People & Culture systems. Encourage business users to use all the available functionality.

    Provide People & Culture business intelligence

    Encourage line managers to use self-service reporting available on the employee portal.
    Draw monthly reports of the key people metrics. Review the trends for the business area for all the key items.
    Highlight areas of concern to the business area’s management team and make recommendations on actions that can be taken to improve the trends. For example, if performance ratings are declining a deep dive could be done to determine the reasons and detailed actions should then be developed.
    Explain the content and significance of the people metrics to line managers.
    Validation of Payroll reports: Establish and maintain a relationship with Shared Services ensuring the effective management of information on SAP. e.g., PRU – New Hire, Exit, Update

    Change Management and Other Ad Hoc Activities

    Communication and management of the company’s change initiatives as Change Agents within the business unit.
    Help Line Managers to identify and realize the capabilities they require to reach strategic goals
    Making change happen and coaching Line Managers to draw the best from their people through encouragement support and personal charisma.
    Budget consultation with Heads of Business Units. 
    Attendance of Meetings with business for relevant departments and Trust Business
    Liaison with Trust business partners reporting within Wealth business in Jersey

    Qualifications
    Minimum Qualifications

    Type of Qualification: First Degree
    Field of Study: Human Resources or Business related course 
    Mandatory: Be an IHRM Member with a current practicing certificate 

    Experience Required
    People & Culture Business Partnering

    People & Culture
    5-7 years
    Good understanding of the role P&C management plays in enabling business commercial and social relevance, acquired through relevant working experience. A demonstrated track record of problem solving in support of business specific objectives. Understanding of the P&C impact measures is preferred. Experience working with leaders in a complex environment is preferred.

    Additional Information
    Behavioral Competencies:

    Adopting Practical Approaches
    Articulating Information
    Checking Details
    Developing Expertise
    Establishing Rapport
    Examining Information
    Following Procedures
    Interpreting Data
    Managing Tasks
    Meeting Timescales
    Team Working
    Upholding Standards

    Technical Competencies:

    Decision Making
    Digital Advocacy
    Inclusive Facilitation
    Integrative Leadership
    Organisational Navigation
    Storytelling

    Apply via :

    www.standardbank.com

  • Interns- Mandera – 375 Posts Interns- Wajir – 209 Posts Interns- Garissa – 113 Posts Interns- Tana River – 96 Posts Interns- Marsabit – 64 Posts Interns- Kilifi – 59 Posts Interns- Kwale – 58 Posts Interns- Lamu – 47 Posts Interns- Turkana – 31 Posts Interns- Murang’a – 16 Posts Interns- Nyeri – 8 Posts Interns- Samburu – 9 Posts Interns- Isiolo – 8 Posts Interns- Kajiado – 5 Posts

    Interns- Mandera – 375 Posts Interns- Wajir – 209 Posts Interns- Garissa – 113 Posts Interns- Tana River – 96 Posts Interns- Marsabit – 64 Posts Interns- Kilifi – 59 Posts Interns- Kwale – 58 Posts Interns- Lamu – 47 Posts Interns- Turkana – 31 Posts Interns- Murang’a – 16 Posts Interns- Nyeri – 8 Posts Interns- Samburu – 9 Posts Interns- Isiolo – 8 Posts Interns- Kajiado – 5 Posts

    ELIGIBILITY
    To qualify for recruitment, a candidate should meet the following minimum requirements:

    Be a Kenyan citizen;
    Must be a holder of at least a diploma in education with a minimum mean Grade of C+ (plus) and C+ (plus) in two teaching Subjects in KCSE or its equivalent;
    Must be a registered teacher with Teachers Service Commission.

    GENERAL INFORMATION

    Manual applications will not be considered.
    The Commission’s Recruitment Guidelines for the recruitment of Teacher Interns 2023/2024 Financial Year (Post Primary Institutions) shall apply.
    Shortlisted candidates will be required to present original academic and professional certificates.
    Selection of Candidates will strictly be on merit and based on the number of vacancies per County.
    Applicants who were previously employed by the Teachers Service Commission on permanent and pensionable and those who have served under TSC internship programme are not eligible.
    An applicant is allowed to apply in two schools where appropriate vacancies have been declared.
    Successful candidates must not take more than one Offer of Internship Engagement. Taking two or more offers of internship engagement will lead to disqualification.
    Successful applicants will be required to have a Personal Accident Insurance to cover for personal risks during the internship period.

    NOTE

    The Teacher Internship Programme is a one (1) year programme meant to equip and sustain competencies of persons entering the teaching service. The programme targets unemployed registered teachers to be assigned to learning institutions where their teaching experience will be enhanced through mentorship, coaching and exposure to practical teaching experience.
    During verification/ interviews, applicants shall be required to produce the following: –

    A copy of Teacher Registration Certificate/print-out from TSC online portal as evidence of registration as a teacher;
    A copy of National Council for Persons with Disability (NCPWD) card (where applicable);
    A copy of the National Identity Card (ID) or Passport;
    Two (2) colour passport size photographs;
    A copy of National Health Insurance Fund (NHIF) card;
    A copy of Kenya Revenue Authority Personal Identification Number (KRA PIN).

    DURATION OF INTERNSHIP

    The Internship period will be for twelve (12) months.

    MONTHLY STIPEND FOR TEACHER INTERNS

    This is not a remunerative engagement. However, teacher interns attached to secondary schools will be eligible for a monthly stipend of Kshs. 20,000/-. The stipend will be paid subject to statutory deductions, where applicable.

    INTERNSHIP CERTIFICATE

    On successful completion of the Internship Programme, teacher interns will be awarded a certificate.
    The Teachers Service Commission is an equal opportunity employer as per the constitutional provisions and law and persons with disabilities (PWDs) are encouraged to apply.

    CAUTION:

    The recruitment exercise is free of charge. The Teachers Service Commission forewarns applicants against fraudsters who might extort money from unsuspecting persons purporting to assist in recruitment. 

    go to method of application »

    The Teachers Service Commission invites applications from qualified candidates to fill 1,098 internship vacancies in Junior Schools. Interested and qualified candidates should submit their applications online through the Commission’s website, www.tsc.go.ke under “Careers” or teachersonline.tsc.go.ke not later than 15th December, 2023

    Apply via :

    line.tsc.go.ke